Best Practices: LUMEN

Reward: Apply LUMEN as a reward for your emerging and top talent.

Stakeholder engagement: Understand the needs of the business and align LUMEN in a manner that accelerates those needs. All learning and development goals connect to business outcomes, but be sure to take the time to trace it from the outside in.

Outcomes: Identify, up front, the outcomes you expect to be gained through LUMEN and then measure them. Be clear about the business and talent objectives you are solving with LUMEN.

Executive sponsor: Be sure to have at least one executive sponsor to help you roll out and sustain LUMEN.

Review cadence: Build a review of LUMEN aggregate data into your overall talent reviews and manager 1:1 meetings.

Use LUMEN to inspire: LUMEN is built to inspire employees and help your organization with the talent pipeline.

LUMEN is NOT for corrective action: A sure way to break organizational trust is to use data within LUMEN to take corrective action. Do not use LUMEN to be punitive.

Data: Share with users how the data will be used. For example, will you extract learning trends to inform training and development? Will LUMEN provide insights into succession planning? Will LUMEN be used to match mentors with mentees? Will LUMEN be used to assess program effectiveness?

Training and Communication: Be sure to have all users attend training and follow up all training with communications, including pointing users to the resource center.